Abstract
In their insightful commentary, Murphy and DeNisi (2021) highlight that there is little consistent evidence for the proposition that age stereotypes negatively influence personnel decisions about older employees. Yet older workers increasingly report witnessing or experiencing age discrimination based on such stereotypes that impede them from securing and maintaining employment, as well as being given developmental opportunities and advancing at work. What, then, might explain this discrepancy between the scientific and anecdotal evidence? In response to Murphy and DeNisi’s (2021) call to consider potential moderators of stereotyping effects, we introduce lay theories that managers hold about older employees as a step toward understanding when and why age-stereotyping and ageist personnel management may be likely to emerge. We also discuss how older employees’ meta-lay theories could shape their reactions to Murphy and DeNisi’s (2021, p. 5) potentially dissonant message that research does not support the widely held assumption that “negative stereotypes of older workers play an important role in age discrimination in the workplace.” We suggest several avenues for research focused on understanding lay theory and age-stereotyping dynamics, as well as how this research could be leveraged for practical initiatives to ameliorate their potentially destructive impact.